How to Identify and Address Unconscious Bias: Effective Strategies for Building an Inclusive Workplace

Tackling unconscious bias head-on is vital for creating a fair and inclusive workplace. Doing so not only fosters a more cohesive and engaged team but also drives better organisational outcomes. Welcome to your comprehensive guide on understanding, identifying, and addressing unconscious bias in your workplace.

Understanding Unconscious Bias

Unconscious bias is a crucial issue to address in any organisation. These hidden assumptions or beliefs we hold about others are unintentional and occur outside our awareness. They form early in life from our childhood, background, family situation, culture, and experiences. Even though we aren't aware of these biases, they can significantly impact our thoughts, attitudes, and actions.

This blog aims to expand your understanding of unconscious biases within yourself and your colleagues, providing strategies to address them effectively in your organisation.

Types of Unconscious Bias

Although there are 181 cognitive biases, certain unconscious biases tend to appear more frequently in the workplace. As you read through each one below, take a moment to reflect on any situations that come to mind:

• Gender bias can hinder the career progress of women and non-binary individuals through discrimination and subtle micro-aggressions

• Affinity bias involves favouring someone because they share similar interests or backgrounds

• Attribution bias involves explaining someone’s behaviour based on stereotypes

• Conformity bias aligns opinions with the majority due to social pressure

• Beauty bias is where individuals who are considered more physically attractive receive preferential treatmen

• Confirmation bias leads to seeking out information that confirms pre-existing beliefs, ignoring contradictory evidence

Effects of Unconscious Bias in the Workplace

Unconscious biases have a massive impact on decision-making in various organisational processes, particularly in careers. It can affect hiring, promotions, disparities in pay, job assignments and even daily interactions, all leading to a less inclusive workplace.

Here’s what happens when you don’t address unconscious biases in the workplace…

After reading the above, do you feel like you have been missed out on opportunities or have been treated unfairly due to others unconscious bias? Or, perhaps you have been made aware of your unconscious bias?

Real-World Examples

Biases, if not addressed can have significant repercussions. Did you hear about these scandals of bias in very successful companies?

• Googles Gender Bias Debacle
  In 2017, Google found itself in hot water when a memo from one of its employees went viral. The memo suggested that gender disparities in tech were due to biological differences rather than systemic issues. This eyebrow-raising claim ignited a firestorm, spotlighting the tech industry's ongoing gender bias. The backlash was swift and loud, forcing a company-wide reckoning with gender representation and bias. The memo’s fallout not only sparked heated debates but also led to a broader conversation about gender equality in tech.

• Volkswagen’s Emissions Conformity Bias Fiasco
  Volkswagen's emissions scandal, which erupted in 2015, was a textbook case of conformity bias gone rogue. Employees, driven by a culture of compliance and pressure to meet targets, engaged in deceptive practices by manipulating emissions data. The scandal was a massive black eye for the company, leading to financial turmoil and a damaged reputation. This episode underscored how conformity bias can push individuals to adopt unethical behaviours simply to align with group norms.

• Abercrombie’s “Look” Controversy
  Abercrombie & Fitch hit the headlines for all the wrong reasons with their infamous “look” policy. The retailer faced lawsuits accusing them of favouring attractive employees - those who fit their narrow, beauty-centric image - while sidelining others. This beauty bias not only led to a PR disaster but also highlighted how such superficial criteria can create a toxic work environment where talent takes a back seat to appearance.

• Fox News' Confirmation Bias Reality
  Fox News has been under the microscope for years for its unapologetic confirmation bias. Critics argue that the network presents news that caters to its audience’s existing beliefs while conveniently ignoring information that might challenge those views. This bias has helped deepen political divides and polarise public opinion. In the workplace, confirmation bias can lead to disastrous decisions as leaders may disregard critical data that doesn’t align with their preconceived notions.

It’s Time to Identify Unconscious Biases

All of us have unconscious biases, and that's okay. You don't need to feel shame; the first step is to bring self-awareness to the issue and then address it head-on. Let’s identify some unconscious biases that might be at play in your workplace:

• Have you ever assumed a younger employee was not capable of handling a high-responsibility project, despite their skills and experience? This is an age bias.

• Do you consistently give more challenging and visible assignments to employees who share similar backgrounds or interests with you, neglecting others who are equally or more qualified? This is an affinity bias.

• Have you noticed a hiring manager favoring candidates from certain schools or specific social backgrounds, resulting in a lack of diversity within the team? This is a social bias, which is particularly problematic for hiring managers.

• Have you witnessed or experienced jokes and derogatory remarks directed at an employee with a disability, with management brushing off the behaviour as "harmless fun"? This indicates an issue with ableism in the organisation.

• Have you observed male colleagues gathering informally to make decisions, often excluding female colleagues from important discussions, networking opportunities, and career advancement? This gender bias, often referred to as 'The Boys Club,' which needs to be addressed.

If any of the above sounds too familiar, keep reading. Let’s address these unconscious biases head-on!

It’s Time to Fix Your Organisation's Bias Issues

Now that you understand unconscious biases and are familiar with how this looks in organisations, it’s time for solutions! Use the below step-by-step guide to assess your organisation’s teams and tailor your own action plan.

Step 1. Foster Emotional Intelligence (EI) and Empathy

Emotional Intelligence (EI) and empathy are fundamental for effective leadership and team cohesion. Leaders with high EI understand and manage their own emotions while recognising and influencing the emotions of others. Contrary to common belief, EI is a skill that can be cultivated and refined through practice and dedication. This skill set is crucial for handling conflicts, communicating effectively, and building strong relationships within the team.

To begin cultivating a supportive and productive work environment focus on enhancing EI and empathy:

• Begin with a self-assessment. Take our Free Emotional Intelligence Quiz and begin to reflect and tune into your behaviours, emotions and actions.

• Check out our Practical Guide to enhance the 5 key skills of EI: self-awareness, self-management, social awareness, relationship management & empathy.

• Encourage self-awareness and self-regulation within working hours!

• Implement blind recruitment to reduce bias in hiring practices.

• Promote and support diverse and inclusive practices within the organisation.

• Promote gender equity through the introduction of mentorship programs, transparent pay practices, and inclusive policies

• Ensure your organisation's feedback mechanisms aren't just cursory check-ins but meaningful evaluations. Use regular check-ins and 360-degree reviews to provide comprehensive insights on how behaviour impacts others.

• Last but certainly not least, make it fun! Employee retention rates are always higher when a company culture is inclusive, happy, and informative. Investing in the personal growth of employees not only boosts morale but also creates a more engaged and committed workforce. Organise team-building activities, celebrate successes, and create an environment where feedback is seen as a positive and enjoyable part of the work culture.

2. Develop Effective Communication Skills

Effective communication is the cornerstone of a successful organisation. It involves not only conveying messages clearly but also engaging in active listening and providing constructive feedback. By refining communication skills, employees can reduce misunderstandings, build trust, and foster a collaborative work environment.

• Practise reflective listening. Engage fully in conversations, reflect on what’s being said, and respond thoughtfully.

• Confirm understanding by paraphrasing and summarising what has been communicated.

• Avoid interruptions and provide constructive feedback.

• Provide training on effective communication techniques and establish feedback systems for continuous improvement.

3. Engage in Active Listening

Active listening is essential for effective communication and relationship-building. It involves fully concentrating, understanding, responding, and remembering what is being said. Mastering active listening helps in reducing misunderstandings, fostering trust, and improving overall team dynamics. Engage mindfully in conversations, allow them your full concentration, avoid interruptions at all costs, and provide thoughtful feedback.

4. Practise Mutual Understanding

Mutual understanding involves finding common ground through empathy, active listening, and effective communication. By fostering mutual understanding, teams can enhance collaboration, reduce conflicts, and build stronger relationships. The first step in establishing mutual understanding is to establish common ground. Use your learned empathy, active listening, and effective communication skills to build mutual understanding.

Try out these techniques for mutual understanding:

• Team-Building Exercises

  Organising team-building activities, such as problem-solving challenges or outdoor adventure tasks, strengthens relationships and fosters trust among team members. Collaborative problem-solving tasks help employees learn to rely on each other and understand each other's strengths and weaknesses.

• Negotiation Training

  Equip your employees with the skills required to handle conflicts constructively. For example, during budget planning, employees trained in negotiation can discuss and prioritise funding for various projects, ensuring that resources are allocated fairly and effectively.

• Mediation

  When two team members disagree over project responsibilities, a neutral mediator can facilitate a discussion, helping both parties express their views, understand each other's perspectives, and work towards a mutually acceptable resolution.

5. Ask Effective Questions

Asking effective questions is essential for facilitating meaningful dialogue, fostering critical thinking, and solving complex problems. By utilising different types of questions, employees can encourage open discussions, clarify understanding, and gain valuable insights. This approach supports continuous learning and drives innovation within the organisation.

Incorporate a range of question types to stimulate productive conversations:

• Open-Ended Questions: These questions encourage expansive thinking and detailed responses, e.g. “What do you think are the key challenges we might face in this project, and how could we address them?”

• Closed-Ended Questions: These questions gather specific information and are useful for getting straightforward answers, e.g: “Have you completed the latest report?”

• Probing Questions: These questions delve deeper into a topic to explore details further, e.g. “Can you explain what led to the decision you made on this issue?”

• Clarifying Questions: These questions ensure understanding and help clarify ambiguities, e.g. “When you mentioned the need for additional resources, could you specify which resources are required?”

6. The Do’s and Don’ts of Effective Communication

Understanding and practising the do’s and don’ts of effective communication can significantly enhance interpersonal interactions and team dynamics. Adhering to respectful and clear communication practices fosters a positive work environment, while avoiding common pitfalls helps prevent misunderstandings and conflicts.

7. Seek External Training

Often you need an outsiders perspective on your organisation unconscious biases and the effects at play. That’s where we come in!

At Leading Edge, it’s our mission to help organisations overcome unconscious bias challenges and empower leaders and teams. We provide training on unconscious biases to help employees recognise and mitigate their own biases. Check out our Outcomes-Based Leadership Programs or book a call with us. Our programs are all about elevating leadership capabilities and driving better outcomes for our organisation. Let’s empower people to drive better outcomes and create a positive, inclusive work environment.

Conclusion

Addressing unconscious bias is essential for fostering a fair and inclusive workplace. While the journey requires commitment and ongoing effort, the benefits of a more cohesive and successful team are well worth it. This guide has provided practical steps to identify and tackle unconscious biases, including enhancing emotional intelligence, improving communication, and engaging in effective team-building and questioning. Remember, creating lasting change is an ongoing process. Stay dedicated to these practices and encourage open discussions about inclusivity. By doing so, you'll strengthen your team and pave the way for a more equitable and successful work environment.

References

Google Memo (2017)
The Guardian. (2017, August 7). How the gender diversity row unfolded. Retrieved from The Guardian

Abercrombie & Fitch Beauty Bias

The New York Times. (2015, June 27). Abercrombie ordered to pay $71 million in discrimination case. Retrieved from The New York Times

Volkswagen Emissions Scandal (2015)

The Guardian. (2015, September 22). Volkswagen emissions scandal: What happened. Retrieved from The Guardian

Fox News Confirmation Bias
The Atlantic. (2019, November 14). How Fox News turned its viewers into political partisans. Retrieved from The Atlantic